Recruiters all around the globe are upping their game, and one of the most powerful tools that they possess is Employment Branding. Employment branding helps to attract the best hire for the vacant job position, build a brand for the organization, and compel job seekers to choose your company over your competitors. So, here are a few mistakes that you must avoid when planning out and implementing your employment branding strategies.
Common Employment Branding Mistakes to Avoid
Recruiters Do not Create the Employment Brand
One of the biggest misconceptions regarding is that companies often think the recruiters or the HR department are the only ones responsible for employment branding. The truth is that every employee of an organization holds the duty to represent the brand.
The employees should be encouraged to promote their company on their social media accounts or in person by sharing their positive experiences. This will create a good brand image for your company. The best way to do so is by creating a healthy and joyful environment for every single employee of the company.
Experiencing an Identity Crisis
A very common mistake that most companies make is not being transparent, and that leads them to face an identity crisis. Companies try to attract and recruit every job seeker in the market and end up hiring candidates that do not fit well in the company. This also makes them lose on the people who are the perfect fit for the company culture.
Companies should be clear about their image and culture to attract the right candidates for the job, as these future employees are responsible for the image of the company at the end of the day and will ultimately contribute to the organization.
Pumping vacancies with unique perks without understanding the candidates' needs When posting job vacancies, every employer wants to up their competitors and hire the best talent in the market, but in doing so, they often put up a unique perk in the job description which is not needed by the candidate.
It may get the candidates' attention, but they would not opt for a company because of a perk they don't require. This may rather make a silly image of the organization, so it is better not to pump up the job position with unrequired perks.
Failing to Plan for the Long Term
Employment Branding is not a one-time thing. Like every software needs updates, similarly, employment branding needs a long-term plan which includes new tricks to tweak branding strategies.
Your company image keeps on changing, and your employment branding strategies must evolve accordingly. Your company must always portray the importance of their employees to attract the best people for the jobs.
Forgetting Current Employees
Last but not least, when considering employment branding, never forget to take your current employees into account. They already have experience working for your company, and they already fit perfectly in your company culture. So, it is better to retain your current employees well, so they have good things to say about your company.
You do not want your employees to vent out about their horrible workday to people outside and bring a negative image to your company. Employees that feel valued automatically put their company in a positive light and make people join the company.
If your company already has an employment brand and is updating it, or you are planning employment branding for the first time, these are a few mistakes you must avoid making.
This will help to make your employment brand effectively, and you will be able to attract people that fit perfectly to the job position as well as your company culture.
Final Words
To learn more about employment branding and HR Technology, you can book a one-hour free session with our sales experts. They will guide you on how to make your work culture more effective.
